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WGU Managing-Human-Capital Exam Syllabus Topics:

Section	Objectives
Diversity, Equity, and Inclusion in the Workplace
Performance Management
Compensation and Benefits
Strategic Human Resource Management
Human Resource Metrics and Analytics
Employee Training and Development
Employee Relations and Labor Law
Workforce Planning and Talent Acquisition

>> Managing-Human-Capital技術内容 <<

Managing-Human-Capital過去問無料 & Managing-Human-Capitalテストサンプル問題

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WGU Managing Human Capital C202 認定 Managing-Human-Capital 試験問題 (Q34-Q39):

質問 # 34
Which tools are used for the employee-relations functions of human resource management (HRM)?

A. Benefits and rewards
B. Training and development programs
C. Labor participation programs and employee surveys
D. Performance goals and principles

正解：C

解説：
* Labor Participation Programs: These programs encourage employee involvement in organizational decision-making, promoting better labor relations and a more engaged workforce.
* Employee Surveys: These are tools used to gather feedback from employees about their job satisfaction, work environment, and overall experience within the company. The data collected helps HR identify areas of improvement and address any concerns.
* Purpose in HRM: Both tools are crucial for understanding employee perspectives, improving communication, and fostering a positive work environment, which are central to effective employee relations.
* Benefits: Improved employee relations can lead to higher job satisfaction, reduced turnover, and enhanced organizational performance.
References:
* Society for Human Resource Management (SHRM) resources on employee relations
* Human Resource Management textbooks and best practices

質問 # 35
A manager and an employee go on a lunch break together. The manager tells the employee about another coworker that received discipline. The manager discloses to the employee that the coworker was reprimanded for poor performance.
Which part of this scenario involves an ethical dilemma?

A. The manager having an unofficial one-on-one conversation with the employee
B. The manager disclosing the discipline of the coworker to the employee
C. The employee listening to what the manager shared
D. The employee going on a lunch break with the manager

正解：B

解説：
* Confidentiality Breach: The manager discussing the disciplinary actions taken against another employee violates the principle of confidentiality. Disciplinary actions are private matters and should only be shared with those directly involved or authorized personnel.
* Professional Ethics: According to professional ethics, particularly in HR and management, sensitive information about employees should not be disclosed to others who do not have a legitimate need to know.
* Trust and Morale: Such disclosures can erode trust within the team and negatively impact morale, as employees might feel their privacy is not respected.
* Legal Implications: There could be potential legal implications if the disclosed information is used improperly or causes harm to the reputation of the disciplined employee.
References:
* Society for Human Resource Management (SHRM) Code of Ethical and Professional Standards
* HR Confidentiality Policies and Best Practices

質問 # 36
Which scenario is an example of a procedure?

A. A store manager does not allow any employee to leave until their workstation is audited.
B. A store manager says that they like it when employees clean their workstations.
C. A store manager trusts employees to clean their workstations.
D. A store manager requires all employees to clean their workstations at the end of each shift.

正解：D

解説：
A procedure is a series of steps or actions that need to be followed in order to achieve a specific outcome.
Option D specifies that the store manager requires all employees to clean their workstations at the end of each shift, indicating a clear, consistent, and repeatable set of actions (steps) that employees must follow, which is the essence of a procedure.
References:
* Managing Human Capital Textbook
* SHRM (Society for Human Resource Management) guidelines on procedures

質問 # 37
What makes an organization a closed union shop?

A. It has a policy against union membership for employees.
B. It considers only nonunion employees for promotions.
C. It hires and employs current union members exclusively.
D. It allows employees to choose whether they join a union.

正解：C

解説：
A closed union shop is a type of union security agreement where an employer agrees to hire only individuals who are already members of a union. This means that all employees must be union members before they can be employed by the organization. This arrangement ensures that all workers are unionized, thereby enhancing the union's negotiating power and ensuring collective bargaining coverage for all employees. Closed shop agreements are less common today due to various legal restrictions in many jurisdictions.References:
* Dessler, G. (2020). Human Resource Management. Pearson.
* Gould, W. B. (2019). A Primer on American Labor Law. Cambridge University Press.

質問 # 38
What is a benefit of wellness programs for both employers and employees?

A. Eliminate the need for health insurance
B. Improve technical skills
C. Increase promotional opportunities
D. Improve employee morale

正解：D

解説：
Wellness programs are organizational initiatives designed to promote employees' physical and mental well- being through activities such as fitness programs, stress management, health screenings, and lifestyle education. According toHuman Resource Management, 16th Editionby Gary Dessler, a key benefit of wellness programs for both employers and employees isimproved employee morale.
From the employee perspective, wellness programs demonstrate that the organization values their health and quality of life, which increases job satisfaction, motivation, and organizational commitment. Employees who feel supported are more engaged and experience lower stress levels. From the employer perspective, improved morale often leads to reduced absenteeism, lower turnover, and higher productivity.
Dessler notes that while wellness programs may also contribute to long-term cost savings related to healthcare and insurance, they do not eliminate the need for health insurance nor are they designed to build technical skills or directly influence promotions. Their primary shared benefit lies in fostering a healthier, more positive, and more engaged workforce.
Thus, the correct answer isimproving employee morale.
Source:
Gary Dessler,Human Resource Management, 16th Edition, Chapter on Employee Health and Safety and Employee Benefits

質問 # 39
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